SILVER JUBILEE TAILORING HOUSE AND OTHERS versus CHIEF INSPECTOR OF SHOPS AND ESTABLISHMENTS AND ANOTHER

SILVER JUBILEE TAILORING HOUSE AND OTHERS

CHIEF INSPECTOR OF SHOPS AND ESTABLISHMENTS AND ANOTHER September 25, 1973

(K. K. MATHEW, M. H. BEG AND A. K. MUKHERJEA, JJ.J

Andhra Pradesh 'Telengana Area' Shops and Establishments Act 1951, Sections 2(14)-Determination of relationship of employer and emp!<Jyee-Rigitt to con-trol 1nanner of work 1101 an ·exclusive test-Factors relevant for determination indicated- -Court 1nust balance the 1·arious factors. ·

The second respondent representing the tailors working with the appellants filed certain claims under s. 37-A of the Andhra Pradesh (Telengana Area), Shops and Establishments Act r/w s. 15 of the Payment of Wages Act, 1936, contending that they were the employees of the appellants and that the Andhru Act ·,vas applicable. The facts as established on evidence \Vere as follows :

·Tue petitioners generaUy attended the shops every day, if there was work. The rate depended upon the skill of the \Vorker and the natµre of the work. When the cloth is given for stitching to worker, after it has been cut, the worker was· told how he could stitch it. If he did not stitch it according to the instructions, the employer reject~d the work and would generally ask the worker to re""Stitch the same. When the work is not according to the instructions, generally, no fur· ther work would be given to him. If worker did not want to come for work t0 the shop on particular day, he did not make any application for leave nor was there afly obhgatior. on his part to inform the employer that he would not attend the work on that day. If there was no work, the employee was free to leave the shop before the shop closed. Almost ali O:i.e workers worked in the shop. Some workers were allowed to take the cloth fe;r stitching at their homes on certain days, with the permission of the proprietor. The sewing machine installed in the .shop belonged to the proprietor of the shop and the permises of the shop in which the work was carried on also belonged to him. The material part of Section 2 (14) reads as follow.:-

"Person employed means (i) in the case of shop person wholly or principally employed therein in connection with, the business of the shop."

The Chief Inspector or Shops and Establishments and the High Court of Andhra Pradesh held that the tailors were the employees of the app<llants and that the Andhra Pradesh Sh~ps and Establishment Act applied to them.

Rejecting the appeal,

HELD : (!) During the last two decades the emphasis in the field is shifted from and no longer rests exclusively or so stronglv upon the question of control. ln decidin3 upon the question of relationship of the employer and an employee, "control" is obviously an important factor and in many cases, it may still be decisive factor. But it is · wrong to say that in evefy case it is decisive. It is now no mor.e than factor although an important one. search for formula in the nature of single test will not serve the useful purpose, and all factors that have been referred to in the cases on topic, should be considered to tell contract of service. Clearly, not all these factors would be relevant in all th""" cases or have the same weight in all cases. It is equally clear that no magic formula can be propounded which factors shoU.ld, in any case. be treated as determining ones. The plain fact is that in large number of cases, the Court can only perform balancing operation weighing up the factors which txJint in one direction and balancing them against those pointing in the opposite direction. [756H-757C]

(2) The 'Contrul' idea was more suited to the agricultural society prior io Indnstrial Rovolution. It reflects state of society in which the ownership of the means of Droduction coincided with the profession of technical knowledge and skill in which. that knowledge and skill was largelv acquired bv b•ine handed down from one generation to the next by oral tradition and not by being systcma-

tically imparted in institutions of learning_ from uniyersities do'!D to the te~cal schools The exclusive test of control Would not 1n modem times be consistent with th~ Chahging modes and method of production and division of labour. [7'6F]

Casaidy v. Ministry of Health, (1951 1 All E.R. 574, 579, Montreal v. Mon-treal Locomotive Works Ltd. el-al, (1947] 1 D.L.R. 161 at p. 169, Bank Voor Handel en Hebeepkaart N.V. v. Elatford Danning L.J., [1952] 2 All E.R. 956 at 971, U.S. v. Silk, 331 U.S. 704, Market Investigations Ltd. v. Minister of Social Security (1968] 3 All.E.R. 732, Prof. Kahn-Freund in [1951] ·14 Modern Law Rev. at p.· SOS. Atiyah P.S., "Vicarious Liability in the- Law of Torts" UP. 37·38 Argent v. Minister of Social Security and Anot/,,r, (1968] 1 W.L.R. 1749 at 1759, referred to.

2. Held further

(i) When the services are performed generally in the employer's premises, this is some indication that the contract is contract of service. (ii) If thC employer provides the_ machine and equipment on which the worker works, this is some indication that the contract is contract of service whereas if the other party provides the equipment, this is some evidence that he is an indCpendent contractor. However, where it is customary for servants to provide .their own equipment, no sensible inference can be drawn from this factor. (757 F-G]

Aliyah P.S. "Vicarious Liability in the Law Torts" p. 65, referred to.

(iii) The employer's right to reject the end product if it does not conform to tho instructions of the employer speaks for the element of control and super-vision. So also, the right of removal of the worker or not to give the work has the element of control and supervision. The degree of control and supervision would be different in different types of business. However, if the element of authority over the worker in the performance of his work rested in the employer so that he is subject to latter's direction, he is an employee and not the indepen-dent contractor. [758E]

Humberstone v. Nor1her Timber Mills, (1949] 79 C.L.R. 389, referred to.

(iv) Working with more than one employers does not militate against being the employee of the proprietor of the shop where he attends work. servant need not be under exclusive control of one master. So also, the· fact that the workers are not obliged to work for the whole day in the shop is not very mate-rial. Sec. 2(14) of the Act does :iot rl!Quire that the person should be wholly employed but it is sufficient that he is principally employed in the shop. (759D]

3. The right of the employer to reject the end product signifying the control and supervision is important in case of tailoring. The reputation of tailoring establishment depends not only on the cutter but also upon the tailor. In many cases, stitching is delicate operation when the cloth upon which it is to be carried on is expensive. The defect in stitching might mar the appearance not only of the garment but aJso of its \vearer. So when the tailor returns the gar ment the proprietor has got to inspect it to see that it is perfect. He has to keep the customers pleased and he has also to be punctual, which means that the stitching must be done accor,ding to the .instructions of the employer and within the time specified. The fact that sewing machines generally belong to the employer is an important consideration for deciding that the relationship ls that of master and servant. That some employees take up the work from other tailor-ing es.(ablishments and !lo that work al~o does not militate against their being employees of the establtshment 10 qu:esuon. servant need not be the exclusive control of one master. That the workers are not obliged to work for the whole day in the shop is not very material, as even part-time employment can suPgest contract of service. S. 2(14) of the Act merely requires that pers<>n wholly or principally employed therein in connection with the business of the ahop. Considering the above facts and circumstances, the Chief Inspector of Shops and Establishment and High Court came to the right conclusion that •mploycr and emP.loyee relationship existed between the parties and that the Act . WE e.pplicable. [758 D, F, G; 759CJ

(Mathew, /.)

Dharangadhara Chernical Works Ltd. v. State of Saurashtra. [1957] S.C.R. 152, Birdhlchand Sharma v. The First Civil Judge, Nagpur and otl~rs, [1961], 3 S.C.R. 161, D.C. Dewa11 Mohldeen Sahib and Sons v. The lndustrial 1"ribunDl, Madras, (1964] 7 S.C.R. 646,, Shankar Balail Wage v. State of Maharashtra. [1962] Supp. 1 S.C.R. 249, V. P. Gopala Rao v. Public Prosecutor, Andhra Pra-desh, [1969] 3 S.C.R. 875, at 880 and Stevanson Jordan and Harrison v.Mac-donald and Ernna, [19521 1 T.L.R. 101 C.A., referred to.

CIVIL APPELLATE JURISDICTION : Civil Appeal No. 1706 of 1969.

Appeal by Special leave from the Judgment and Order dated the 31st December, 1968 of the High 'Court of Andhra Pradesh in Writ Appeal No. 564 of 1968.

S. V. Gupte, and S. Markandya for the Appellant.

P. Rama Reddy and A. P. Nair, for Respondent No. 1.

B. P. Maheshwari and Suresh Sethi for Respondent No. 2.

The Judgment of the Court was delivered by_

MATHEW, J. In this appeal, by special leave, the. question for con· sideration is whether the High Court of Andhra Pradesh was right in accepting the conclusion arrived at by the Chief Inspector of Shops and . Establishments, Hyderabad that, employer and employee relationship existed between the Silver Jubilee Tailoring House and others, the ap-pellants, and the workers represented by the second respondent, and that the provisions of Andhra Pradesh (Telengana Area) Shops and Estab!ishments Act, 19 51, hereinafter referred to as the Act, was there-fore applicable to the establishments in question.The second respondent representing the workers, made certain claims before 'the competent authority' under Section 37A of the Act read · with Section 15 of the Paiyment of Wages Act 1936 against the Silver Jubilee Tailoring House and Others, the appellants. . Thereafter, "the competent authority" referred for the decision of the State Government und·~r Section 49 of the Act, the question whether the provisions of the Act are applicable to the establishments. The Government in turn re-ferred the matter to the Commissioner of Labour to whom the power to decide the question was delegated under S. 46 of the Act. He enquired into the matter, heard the parties, but before he could pass the order, the power to decide the question by the State Government under S. 49. was deleg-dted to the Chief Inspector of Shops and Establishments, Hyderabad. The Chief Inspector of Shops and Establishments there-after heard the parties and came to the conclusion that the provisions of the Act were applicable to the establishments, as employer and em-ployee relationship existed between the appellants and the workers re-G presented by the second respondent. ·

The appellants filed writ petition before the High Court to quash this order. The writ petition was dismissed by learned Single Judge on the basis of his finding that the workers represented by the second respondent union were employed in the establishment within the meaning of S. 2( 14) of the Act, and, therefore, the Act was applicable.

They appellants filed an appeal against the decision to the Division, Bench of the same Court. The Division Bench dismissed the appeal in limite. '

The material part of S. 2 ( 14) reads as follows ; "per;on employed" means·(l) in the case of shop, person wholly or principally employed therein in connection with the busi-ness of the shop".

Two witnesses were examined to show the nature and character of the work done by the workers. One was the proprietor of one of the ·establishments and the other the Assistant Inspector of Labour.

The following facts appear from the finding of the learned Single .Judge. All the workers arc paid on piece-rate basis. The workers generally attend the shops eveey day if there is work. The rate of wag~s paid t1J the workers is not uniform. The rate depends upon the skill of the worker and the nature of the work. When cloth is given ·for stitching to worker after it has been cut, the worker is told how he should stitch it. If he does not stitch it according to the instruction, the employer rejects the work and he generally asks the worka to re· stitch the same. When the work is not done by worker according to the instructions generally no further work would be given to him. If worker does not want to go for work to the shop on day, he docs not make any application for leave, nor is there any obligation on his part to inform the employer that he will not attend for work on that day. If there is no work, the employee is free to leave the shop before the shop closes. Almost all the workers work in the shop. Some wor· kers are allowed to take cloth for stitching to their homes on certain days. But this. is done always with the permission of the proprietor of shop. The machines installed in the shop belong to the proprietor of the shop and the premises and the shop in which the work i> carried on also belong to him.

The question is whether from these circumstatoccs. the conclusion drawn by the Chief Inspector of Shops and Establishc· nts and the High Court that there existed employer and employee r·"lationship bet-ween the appellan:s and the workers represented by th-~ 2nd respondent was correct.

It was arguerl for the appellants that according to the decisions of this Court the test to det~rrnine whether employer and employee rela-tionship existed between the parties is to see ,whether the so called em-p!oyer has the right to control and supervise the manner of work done by the workers and from the facts found by the High Court it is im-possible to come to the conclusion that the appellants had anv. right to ·control the manner of work or that· they had actually exercised any such control. It is therefore necessary to examine the question whether the right to control the manner of work is an exclusive test to determine the nature of the relationship and even if it is found that that is the test, whether facts proved would satisfy the requirements of the test.

In Dharangadhara Chemical Works Ltd. v. State of Saurashtra(l) the ap'peJlants before this Court were lesseses holding licence for the manufacture of salt on the lands in question there. The salt was manu-factnred by class of professional labourers known as agarias from rain water t~at got mixed up with saline matter in the soil. TI1e work

(Mathew, J.)

was seasonal in nature and commenced in October_ after the rains and continued till June. After the manufacture of salt. the agarias were paid at the rate of 5 as. 6 pies per maun4. At the end of each season the accounts were settled and the agarias paid the balance due to them. The agarias who worked themselves with the members of their families were tree to engage extra labour on their own account and the appel-lants bad no concern therewith. No hours of work were prescribed, and no muster rolls were maintained. The appellants ha<l a~so no con-trol over the working hours. There were no rules as regards leave or holidays and the agarias were free to go out of the factony after making arrangements for the manufacture of salt. The question for .decision was whether the agarias were workmen as defined by s. 2 ( s) of the Industrial Disputes Act of 194 7 or whether they- were independent contractors. The Court said that th·~ pdma facie test to determine whether there was relationship between emplo-yer and employee is the existence of the right in the master to supervise and control the work done by the servant not only in the matter of directing what work the employee is to do but also the manner in which he had to du the work. In other words, the proper test according to this Court is, whether or not the master has the right to control the manner of execution of the work. The Court further said that the nature of extent of the control might vary from business to business and ls by its nature incapable of precise definition, that it is not neces-sary for holding that person is an employee that the employer should be proved to have exercised control over his work, that even the test of control over the manner of work is not one of universal application and that there are many contracts in which the master could not control the manner in which the work was done. In Birdhichand Sharma v. The First Civil Judge, Nagpur and others(') the question was whether the bidi rollers in question there were "workmen" within the meaning of that term in the Factories Act, 1948. The facts found were: The workers who rolled the bidis had to work at the factory and where not at liberty to work at their houses : their attendance was noted in the factory and they had to work within the factory hours, though they were not bound to work for the entire period and could come and go away when they liked, but if they came after midday they were not supplied with tobacco and thus not allowed to work even though the factory closed at 7 p.m. Further, they could be removed from -service if absent for ·eight days. Payment was made on piece rates according to the amount of work done, and the bidis which did not come upto the proper standard could be rejected.

On these facts, it was held that the workers were workmen under the Factories Act and were not independent contractors. This Court pointed out that the nature and extent of contml varied in d'ff·rent industries and could not bv its very nature be precisely defined. The Court said that when the opera;ion was of ~imple nature and did not require supervision all the time, the control could be exercised

(ll {1961] 3 S. C. R. 161.

8-L392SupCI/74

at the end of the day by the method of rejecting bidis which did not come upto the proper standard : such supervision by the employer was sufficient to make the workers, employees of the employer, and not independent ccmtractors.

In D. C. Dewan Mohideen Sahib and Sons. v. The Industrial Tribunal, Madras([1]) the question was again considered by this Court. On the basis of evidence led, the Industrial Tribunal found as follows

by this

The contradtors took leaves and tobacco from the appellant and employed workmen for manufacturing bidis. After bidis were manu-factured, the contractors took them back from the workmen and delivered them to the appellants. The workmen took the leaves home and cut them there; however the process of actual rolling by filling the leaves with tabacco took place. in what was called con-tractors' factories. 'The contractors kept no attendance register for the workmen, there was no condition for their coming and going at fixed hours, nor were the)\ bound to come for work every day; sometimes they informed tlie contractors if they wanted to be absent and some times they did not. The contractors said that they could take no action if . the workmen absented themselves even without leave. The payment was made to the workmen at piece rates after the bidis were delive(ed to the appellants. The system was that the appellant paid certain sum for the manufactured bidis, after deduct-ing therefrom the cost of tobacco and the leaves already· fixed, to the contractors, who, in their turn, and to the workmen who rolled bidis, their wages. Whatever remained after paying the workmen would be contractors' commission for the work done. There was no sale either of the raw materials or of the finished products, for, according to the agreement, if the bidis were not rolled, raw materials had to be returned to the appellants and the contractors were for-bidden from selling the raw materials to anyone else. Further the manufactured bidis could only be , delivered to the appellants who supplied the raw materials. Further the price of raw materials and finished products fixed by the appellants always remained the name and never fluctuated according to market rate. The Tribunal con-cluded that the bidi workers were .the employees of the appellants and not of the so-called contractors who were themselves nothing more than employees or branch managers of the appellants· There-upon, the appellants filed writ petitions in the High Court, which held that neither the bidi roller nor the intermediary was an employee of the appellants, and allowed the writ petitions. On appeal by the workmen the appellate Court allowed the appeal and restored the order of the Tribunal. On appeal by certificate, this Court said that, on the fates found. the appellate Court was right in holding that the conclusion reached by the Tribunal that the intermediaries were merely branch managers appointed by the management, and that the relationship of employers and employees subsisted between the appellants and the bidi rollers, was correct. In following the test

(Mathew, J.)

laid down in Birdhic/Ja11d's case (supra) the Co~t said since the work is of such simple nature, supervision all the time is not required, and that supervision was made through system of reject· ing the defective bidis at the end of day.

In Sha11kar Balaji Wage v. S,1ate of Maharashtra(!) the question again came up for consideration in this Court. The appellant before the Court was the owner of factory manufacturing bidis and one Pandurang -alongwith other labourers used to roll bidis 5llc the factory with tobacco and leaves supplied to him by the factory. The follow-ing facts were established in the evidence. There was no contract of service between the appellant and Pandurang. He was not bound to attend the factory for rolling bidis for any fixed hours or period; he was free to go to the factory at any time during working hours and leave the factory at any time he liked. He could .be absent from the work any day he liked and for ten days without even informing the appellant. He had to take the permission of the appellant if he was to be absent for more than 10 days. He was not bound to roll the bidis at the factory. He could do so at home with the permission of the appellant for taking home the tobacco supplied to him. There was no actual supervision of the work done by him in the factory and at the close of the day, rolled bidis were delivered to the appellant· Bidis not upto the standard were rejected. He was paid at fixed rates on the quantity of bidis turned out and there was no stipulation for turning out any minimum quantity of bidis. The questionq which arose for decision were whether Pandurang was workman within .the meaning of that expression under !lie Factories Act and whether he was entitled to any leave wages under S. 80 of that Act.

The. majority found that Pandurang was not "workman", and distinguished the decision in Birdhichand's case (supra) and said that the appellant had no control or supervision over the work of Pandurang. ,

The reasoning of the majority was as follows :

"The appellant could not control his (Pandnrang's) hours of work. He clould not control his days of work. Pandurang was free to absent himself and was free to go to the factory at any time . and leave it at any time according to his will. The appellant could not insist on any particular minimum quantity of bidis to be turned out per day. He could not control the time spent by Pandurang on the rolling of bidi or number of bidis. The work of rolling bidis may be simple work and may require no particular supervision and direction during the process of manufacture. But there is nothing on record to show that any such direction could be given. The mere fact that the person rolling bidis has to roll them in particular manner can hardly be said to give rise to such right in the manage-H ment as can be said to be right to control the manner of work. The manner of work is to be distinguished from the type of work

(I) [1962] Supp. (I) S. C.R. 249.

to be performed .. In !he present case, tbe management simply says tbat the labourer is to produce bidis rolled in certain form. How the labourer carries out the work is his own concern and is not controlled by the management, which is concerned only with getting bidis rnlled in particular style with .certain contents"·

Subba Rao, J. as he then was, dissented. He said. The appellant engages the labourers; he entrusts them with work of rolling bidis Mi aocordance . witb tbe sample; he insists upon their working in the factory, ·maintains registers giving the particulars of the labourers absent, amount of tobacco supplied and the number of bidis rolled by each one of tbem, empowers tbe gumasta and superviser, wh• regularly attends the factory to supervise the supply of tobacco and leaves, and the receipt of the bidis rolled. The nature and patient of bidis to be rolled is obviously well understood, for, it is implicit in the requirement that the rolled in bidfs shall accord with the sample. The rejection of bidis found not in accord with the sampl• is· clear indication of the right of the employer to dictate tbe manner in which the labourers shall manufacture the bidis. The fact that labourer is not compelled to work throughout the work-ing hours is not of much relevance, because, for.all practical purposes, a. labourer will not do so since his wage depend upon the bidis ho rolls, and, as he cannot roll them outside the factory necessarily he will have to do so in the factory. If he absents himself, it is only at his own risk.

In V. P. Gopala Rao v. Public Prosecutor, Andhra Pradesh(') the Court said that there in no abstract priori test of the work co1Jo trol required for establishing contract of service and after refering to Bridhichand's case (supra) observed that the fact that the workme• have to work in the factory imply certain amount of supervision by the management, that the nature and extent of control varied in different industries, and that when the operation was of simple nature, the control could be exercised at the end of the day by the method of rejecting the bidis whic)l did not come upto the proper standard.

In Cassidy v. Ministry of Health([2 ]) Lord Justice Sommerwell pointed out that the test of control of the manner of work is not uni-versally correct, that there are ·many contracts of service where the master cannot control the manner in which the work is to be done as in the case of captain of ship.

In many skilled employments, to apply the test of control over the manner of work for deciding the questton whether the relation-ship of master and servant exists would be unrealistic.

In Momreal v. Montreal Locomotive Works Ltd. et-aU•) Lord Wright said that single test, such as the presence or absence of control, was often relied on to determine whether the case was one of master and servant, most'y in order to decide issues of tortious liability on

(ll [1969]3 s.c.R. 875, at 880.

(2) [195111, All. E. R. 574, 579.

(3) [1947] l D. L. R. 16! at p. 169.

the part of the master or superior and that in the more complex con· ditions of modem industry, more complicated tests have often to be applied. He said that it would be more appropriate to apply, complex test involving (i) control; (ii) ownership of the tools; (iii) chance of profit; (iv) risk of loss, and that control in itself is not always conclusive. He further said that in many cases the question can only be settled by examining the whole of the various elements which con>titute the relationship between the parties.

In Bank Voor Handel en Scheepvaart N. V:v. Slatford([1]) Denn-ing L. J ., .said :

" ... the test of being servant doos not rest nowadays on submission to orders. It depends on whether the person is part and parcel of the organisation ..... "

In U.S. v. Silk(") the question was whether men working for the plaintiffs, Silk and Greyvan, were "employees" within the meaning of that word in the Social ~urity Act, 1935. The judg~s of the Supreme Court of U.S.A., agreed upon the test to be applied, though not in every instance upo~ its application to the facts. They said that the test was not "the common Jaw test," viz., "power of control, whether exercised or not, over the manner of performing service to the under-taking," but whether the men were employees "as 1:uatter of eco· nomic reality." Important factors were said to be "the degrees of control, opportunities of profit or Joss, investment in facilities, pcrma· nency of relations and skill required in the claimed independent opera· tion."

Silk sold coal by retail, using the services of two classes of workers·. unloaders and truck drivers. The unloaders moved the coal from rail-way vans into bins. They came to the yard when they wished and were given wagon to unload and place to put the c0al. They provided their own tools and were paid so much per ton for the coal they shifted. All the nine judges held that these men were cmploye· es :

"Giving full ccmsideration to the concurrence of the two lower conrts in contrary result, we cannot agree that the unloaders in the Silk case were independ~nt contractors. They provided only picks and shovels. They had no opportunity to gain or lose except from the work of their hands and these simple tools. That the unloaders did not work regularly is not significant They did work in the course of the employ· er's tract~ or business. This brings them under the coverage of the Act. Thev are of the group that the Social Security Act was intended to aid. Silk was in position to exer-H cise all necess~ry suoervision over their simple tasks. Un· loaders hav~ often been held to be employees in tort cases."

In Market Investigations Ltd. v. Minister of Sociai Security([1]) the Court said :

"I think it is fair to say that there was at one time school of thought acc!)rding io which the extent and degree of the control which B. was entitled to exercise over A. in the perform~ cl the work would be decisive factor. How· ever, it has for long been apparent that an analysis of the extent and degree of such control is·not in itself decisive".

It is in its application to skilled and particularly professional work that control test in its traditional form has really broken down. It has been said that in interpreting 'Control' as meaning the power to direct how the servant should do his work, the Court has been apply· ing concept suited to past age.

"This distinction (viz., between telling servant what to do and telling him how to do it) was based upoa tht: social conditions of an earlier age; it assumed that the employer of labour was able to direct and instruct the labourer as to the technical methods he should use in performing his work. In mainly agricultural society and even in the earlier stages of the Industrial Revolution the mai;_ter could be expected to be superior to the servant in the knowledge, skill and experience which had fu be brought to bear upon the choice and hand!· ing of the tools. The control test was well suited to govern relationships like those between farmer and an agricultural labourer (prior to agricultural mechanization) craftsman and journeyman, householder and domestic servant, and even factory owner and an unskilled 'hand'. It reflects state of society in which the ownership of the means of production coincided with the profession of technical know· ledge and skill in which that knowledge and skill was largely acquired by being handed down from one generation to the next by oral tradition and not by being systematically im· -parted in institntions of learning from universities down to technical schools· The control test postulates combination of managerial and te_chnical functions in the person of the employer, i.e. what to modern eyes appears as an imperfect division of labour.{')

It is, therefore, not surprising that in recent years the control test as traditionally formulated has not been treated as an exclusive test.

It is qceedingly doubtful today whether the search for formula in the nature of single test to tell contract of service from con· tract for service will serve any useful purpose. The most that profi· tably can be done is to examine all the factors that have been referred to in the qses on the topic. Clearly, not all of these factors would be relevant id all these cases or have the same weight in all cases. It

(!) [196&1 3 All. E. R. 732. (2) See lrof. Kahn-Freund in (1951), 14 Modern Law Rev. at p. 505.

is equally clear that no l!!agic formula can be propounded which factors should in any case be treated as determining ones. The plain fact is that in large number of cases, the court can only perform balanc-ing operation weighing up the factors which point in one direction and balancing them against those pointing in the opposite direc· tion. (1) During the last two decades the emphasis in the field has shifted and no longer rests so strongly upon the question of control. Con· trol is obviously an important factor and in many cases it may still be the decisive factor. But it is wrong to say that in every case it is decisive. It is now no more than factor, although an important one.(') The fact that generally the workers attend the shop which belongs to the employer and work there, on the machines, also belonging to him, is relevant factor. When the services are performed · generally in the employer's premises, this is some indication that the contract is contract of service. It is possible that this is another facet of the incidental feature of employment. This is the sort of situation in which court may well feel inclined to apply the "organisation" test suggested by Denning, L.J. in Stevenson Jordan and Harrison v. Mac· dona/ and Evans. ([3 ])The further fact that "a worker can be removed" which means nothing more than that the employer has the liberty not to give furJier work to an employee who has not performed his job aC"cording to the instructions of the employer, or who h_as been absent from the shop for long time as spoken .to by the Inspector of Labour in his evidence, would bespeak of control and supervision consistent with the charac-ter of the business.

That the workers work on the machines supplied by the proprietor of the shop is an important consideration in determirjng the nature of the relationship. If the employer provides the equipment, this is some indication that the contract is contract of service, whereas if the other party provides the equipment, this is some evidence that he is an independent contractor. It seems that this is not based on the theory that if the employer provides the equipment he retains some greater degree of control, for, as already seen, where the control arises only from the need to protect one's own property, little significance can atta!;h to the power of control for this purpose. It seems, there-fore, that the importance of the provision of equipment lies in the s<mple fact that, in most circumstances, where person hires out piece of work to· an independent contractor, he expects the contractor to provide all the necessary tools and equipment. whcrea> if he em· ploys servant he expects to provide them himself. It fo11ows from

(1) See Atiyah, P. S. "Vicarious Liability in the L':l.Y: of Tr-na" pr. 37-38. (2) Se~ Argent U. Minister of Socia] Security and Anotl-er, [196811. W.T .R. I 749 at I 959.

(3) [1952] I T. L. R, 101 C. A.

this that no sensible. inference can be drawn from this factor in circum-stances where it is customary for servants to provide their own equip-ment. ( 1)

Section 220(2) of the American Restatement, Agency 2d. includ· es among the relevant factors :

" ( e) Whe,ther the employer or the workman supplies the instrumentaiities, tools, and the place of work for the person doing the work".

The comment on the first part of th.is paragraph is in these words :

"Ownership of instrumentalities· The ownership of the instrumentalities and tools used in the work is of importance. The fact that worker supplies rt1> ~ .111 .tools is sJmc evi-dence that he is not servant. On the other hand, if the worker is using his employer's tools or instrumeatalities, especially if they are of .substantial value, it is :1onnally understood trat he will follow the directions of the owner in their use, and this indicates that the owner is master. This fact is, however, 09ly of evidential value."

It might be that little weight can today be put upon the provisions of tools of minor character. as opposed to plant and equipment on large scale. But so far as tailofing is concerned, I think the fact that sewing machines on which the· workers do the work generally belong to the emp!oyer is an important consideration for deciding that the relationship is that of master and servant.

Quite apart from all these circumstances, as the. employer has the right to reject the end product if it does not conform to the instruc-tion of the employer and direct the worker to restitch it, the element of control and supervision as formulated in the decisions of this court is also present.

The reputation of tailoring establishment depends not only on the cutter but also upon the tailors. In many cases, stitching is delicate operation when the cloth upon which it is to be carried, on is expensive. The defect in stitching might mar the appearance not only of the garment but also of its wearer. So when the tailor returns garment, the proprietor has got to inspect it to see that it is perfect. He has to keep his customers pleased and he has also to be punctual, which means that the stitching must be done, according to the instruc-tion of the employer and within the time specified. The degree of control and suoervision would be different in different types of busi-ness. If an ultimate authority over the worker in the performance of his W<Jrk resided in the employer so that he was subject to the latter's direction. that would be sufficient. In Humberstone v. North-er Timba Mi/Ir('), Dixon, J. said :

"The question is not whether in practice the work was in fact done subiect to direction and control exercised by

(1) c;,,., 4.;.,.,.;. ?. 5 .. "\'i~1rious Liability in the L<J\\' of Torts". p. fi5.

.. (2) r1947J 79 C". L. R. )89.

an actual supervision or whether an actual supervbion was pcssible but whether ultimate authority over the man in the performance of his work resided in the employer >o that he was subject to the latter's order and directions".

That some of the employees take up the work from other tailor-ing establishments and do that work also !n the shop in which they generally attend for work, as spoken to b; the proprietor in his evi-dence, would not in any way militate against their being employees of the proprietor of the shop where they attend for work. person can be servant of more than one employer. servant necu not be under the exclusive control of one master. He can be employed under more than one employer.(!)

That the workers are not obliged to work for the whole day in the shop is not very material. There is of course no reason why person who is only employed part time, should not be servant and it is doubtful whether regular part time service can be considered even prima facie to suggest anything other than contract of service. According to the definition in s.2(14) of the Act, even if person is not wholly employed, if he is principally employed in connection with the business of the shop, he will be "person employed" within the meaning of the sub-section. Therefore, even if he accepts some work from other tailoring establishments or does not work whole time in particular establishment, that would not in any way d~rogate from liis being employed in the shop where he is principally employed.

We think that on the facts and circumstances of the case the Chief Inspector of Shops and Establishments and the High Court came to the right conclusion that employer and employee relationship existed between the parties and that the Act was therefore applicable. We therefore dismiss the appeal, but ir, the circumstances, we do not make any '°rder as to costs.

Appeal dismissed.

(1) See "The Mrnfon L•w of En•ployrP,nf' 1'y G. H. L. Frirlin>P. r. IF, eod a1soBetireen Patwardhan Tailors, Poona a11d Their ..-orknen rJ9€0l "1 LL J P. 722 a! 726. . ' . . .